During the process, the coach can help gain a sufficient understanding of the quality and effectiveness of the learning process itself. You can measure that effectiveness using KGIs (Key Growth Indicators) or learning success parameters. Such as the extent or speed at which knowledge or skills are growing, the number of learning moments and their intensity, the extent to which people ‘ask, share and support’ or the amount of content they create. These types of parameters provide valuable information about progress and about the need for support and guidance. Here it is essential to collect data for these parameters in the learning environment.
The moment we give control to the workers, they themselves must be able to choose how they want to learn. This means that we will have to adapt our range of learning resources and support to them. The main focus is on personal needs. On that basis, you must examine which learning channel is the most compatible with the specific learning moment, the time and the place. Terms such as ‘blended’ and ‘multi channel’, ‘mobile’ and ‘social’ adopt a different meaning or significance. E-learning in the classic sense is no longer consistent with this new learning. If people can determine their times and channels themselves, it is important that you offer smaller units of learning material. And that you only ask people to learn when it is actually necessary. That way, it has an immediate effect.
Learning from others
It is important that people learn as much as possible in their own work. This also means that coaching and supervision must mainly take place in and around the work. Perhaps coaching could be done virtually. But don’t underestimate the role of ‘meaningful others’. As part of the 70:20:10 philosophy, colleagues, social networks and supervisors are crucial for the success of a learning process.
TinQwise thinks along with you about the entire learning process. We examine how behavioural change and behavioural confirmation can be brought about in the longer term. Together we examine the best way to use different media and working methods to support a behavioural change in the organisational culture. Then you can come up with surprising solutions.
Daring to trust
People who want to improve their performances must adapt not only their learning processes, but also their organisation. We’re learning to no longer operate top-down on the basis of a single source. Information and inspiration come from the entire organisation and from outside. Organisations that use a wiki, forums, social networks and crowdsourcing have more committed people and more power to innovate. Dare to trust people and don’t be afraid of the reality outside your own organisation. Thanks to new technologies, people are managing their own learning process, sharing more, contributing more actively to their own learning process and that of others and learning faster. Technology is making the new learning possible. But then we first have to get rid of people’s outdated ideas about education.